Director / HR Business Partner for HR, Take Two Interactive

• 8+ years of progressive HR Business Partner experience, including direct support of senior leadership (VP level and above) in a complex, matrixed organization
• Demonstrated experience supporting an HR function as a client group, with an understanding of the unique dynamics of partnering with people professionals
• Strong organizational design and workforce planning capabilities, with the ability to translate business strategy into structural and staffing recommendations
• Track record leading talent management programs, including succession planning, leadership development, and performance calibration for senior and critical roles
• Experience managing HR risk and employee relations escalations with sound judgment, discretion, and collaboration with Legal
• Proficiency with people analytics, with the ability to synthesize data into clear, actionable insights for senior stakeholders
• Change management expertise, including planning, stakeholder engagement, and adoption measurement for large-scale initiatives
• Exceptional stakeholder influence skills, with comfort pushing back, building consensus, and navigating competing priorities across multiple leadership teams
• Working knowledge of multi-jurisdictional employment law, particularly across North America (US and Canada required; additional geographies a plus)
• Commercial acumen and budget awareness, with experience partnering with Finance on headcount planning and operating spend

Desirable

• The HR function at Take-Two is one of the most complex and high stakes client groups in the organization, spanning three labels (Take-Two, 2K, and Zynga), thousands of employees globally, and a leadership team navigating constant transformation
• As the Director, HR Business Partner for HR, you won't just support the business, you are the business
• In this role, you'll serve as the strategic partner to HR leadership teams across all three labels, helping translate enterprise HR strategy into actionable people programs, org design decisions, and operating plans
• You'll sit at the intersection of strategy and execution, bringing the same rigor and partnership to the HR function that HRBPs bring to their client groups in the business every day. It's a rare opportunity to shape how a world-class people organization runs, from the inside
• Serve as the primary strategic partner to the HR leadership teams across Zynga, 2K, and Take-Two, translating HR strategy into priorities, programs, and operating plans for the global HR function
• Lead workforce planning and organizational design for HR teams, including role clarity, resourcing decisions, and structural recommendations, ensuring the function is built to support current and future business needs
• Drive talent management for HR leaders and critical HR roles, including succession planning, leadership development, performance calibration, and targeted retention strategies
• Advise on compensation, mobility, and promotions within the HR function in partnership with Total Rewards, ensuring internal equity and market competitiveness
• Lead and sponsor change initiatives that impact the HR function, owning scope, timeline, stakeholder engagement, and change readiness from start to finish
• Manage HR risk and employee relations escalations that arise within the HR function, coordinating with Legal and Employee Relations to resolve matters with discretion and confidentiality
• Deliver people analytics and actionable insights that inform decision-making HR leaders, turning data into clear recommendations
• Co-design and deliver HR programs in partnership with Centers of Expertise (Total Rewards, Talent, Learning, People Ops), sharing accountability for program quality and adoption across the function
• Ensure compliance across HR policies and programs in partnership with Legal and Compliance, accounting for multi-jurisdictional employment law and data privacy requirements
• Partner with Finance and the SVP of HR to align HR headcount, operating spend, and investments to budget, with shared accountability for financial outcomes
• Coordinate cross-functional HR initiatives with Business HRBPs and People Ops, ensuring consistent execution, clear handoffs, and alignment across the broader organization